{"id":111,"date":"2024-04-04T04:39:29","date_gmt":"2024-04-04T01:39:29","guid":{"rendered":"https:\/\/sisu.ut.ee\/mobvet\/understanding-cultural-background\/"},"modified":"2024-04-04T04:41:36","modified_gmt":"2024-04-04T01:41:36","slug":"understanding-cultural-background","status":"publish","type":"page","link":"https:\/\/sisu.ut.ee\/mobvet\/understanding-cultural-background\/","title":{"rendered":"Understanding cultural background"},"content":{"rendered":"<p>\n\t<\/p><div class=\"accordion mb-3\">\n        <div class=\"accordion-item accordion-item--white\">\n        <h2 class=\"accordion-header\" id=\"accordion-69e053699a4a7-heading\">\n            <button class=\"accordion-button collapsed\" type=\"button\" data-bs-toggle=\"collapse\" data-bs-target=\"#accordion-69e053699a4a7-collapse\" aria-expanded=\"true\" aria-controls=\"accordion-69e053699a4a7-collapse\">What is culture?<\/button>\n        <\/h2>\n        <div id=\"accordion-69e053699a4a7-collapse\" class=\"accordion-collapse collapse\" aria-labelledby=\"accordion-69e053699a4a7-heading\">\n            <div class=\"accordion-body\">\n\n<p>\n\t\u00a0\n<\/p>\n<p>\n\tWe all have cultural values, ways of communicating, customs, different attitudes to time management, eating and dressing habits. The aim of this topic is to explore and understand how cultural values might underlie different patterns of behavior.\n<\/p>\n<p>\n\t\u00a0\n<\/p>\n<p>\n\tAccording Dutch scientist Hofstede, \u201cCulture is the collective programming of the mind that distinguishes the members of one group or category of people from others\u201d. Most commonly, the term \u201cculture\u201d is used for ethnic groups (in anthropology), for nations (in political science, sociology and management), and for organizations (in sociology and management). A relatively unexplored field is the culture of occupations (for instance, of engineers versus accountants, or of academics from different disciplines). The term can also be applied to the genders, to generations, to social classes, etc (Hofstede, 2011).\n<\/p>\n<p>\n\t<img loading=\"lazy\" decoding=\"async\" height=\"292\" src=\"\/wp-content\/uploads\/sites\/312\/cultural-dimensions.jpg\" width=\"623\">\n<\/p>\n<p>\n\tSource:\u00a0Hofstede, G. (2011). Dimensionalizing cultures: The Hofstede model in context. <a href=\"http:\/\/doi.org\/10.9707\/2307-0919.1014\" target=\"_blank\" rel=\"noopener\"><em>Online Readings in<\/em> <em>Psychology and Culture, 2<\/em> (1)<\/a>.\u00a0\n<\/p>\n<p>\n\t<\/p><\/div>\n        <\/div>\n        <\/div>\n    <\/div>\n\n<p>\n\t<\/p><div class=\"accordion mb-3\">\n        <div class=\"accordion-item accordion-item--white\">\n        <h2 class=\"accordion-header\" id=\"accordion-69e053699a4b0-heading\">\n            <button class=\"accordion-button collapsed\" type=\"button\" data-bs-toggle=\"collapse\" data-bs-target=\"#accordion-69e053699a4b0-collapse\" aria-expanded=\"true\" aria-controls=\"accordion-69e053699a4b0-collapse\">Dimensions of culture<\/button>\n        <\/h2>\n        <div id=\"accordion-69e053699a4b0-collapse\" class=\"accordion-collapse collapse\" aria-labelledby=\"accordion-69e053699a4b0-heading\">\n            <div class=\"accordion-body\">\n\n<p>\n\tHofstede describes five dimensions of national cultural\u00a0differences which help to rise individuals awareness of their own cultural baggage and provide them with knowledge about other cultures\n<\/p>\n<p>\n\t<em>1. Power distance<\/em>, related to the different solutions to the basic problem of human\u00a0inequality;\n<\/p>\n<p>\n\t2. <em>Uncertainty avoidance<\/em>, related to the level of stress in a society in the face of an\u00a0unknown future;\n<\/p>\n<p>\n\t3. <em>Individualism <\/em>versus <em>collectivism<\/em>, related to the integration of individuals into\u00a0primary groups;\n<\/p>\n<p>\n\t4. <em>Masculinity <\/em>versus <em>femininity<\/em>, related to the division of emotional roles between\u00a0women and men;\n<\/p>\n<p>\n\t5. <em>Long term <\/em>versus <em>short term orientation<\/em>, related to the choice of focus for\u00a0people\u2019s efforts: the future or the past and present.\n<\/p>\n<p>\n\t<img loading=\"lazy\" decoding=\"async\" height=\"577\" src=\"\/wp-content\/uploads\/sites\/312\/culturaldimensions_hofstede.png\" width=\"577\">\n<\/p>\n<p>\n\t<strong>Assignment: <\/strong>\n<\/p>\n<p>\n\t<strong><img loading=\"lazy\" decoding=\"async\" height=\"90\" src=\"\/wp-content\/uploads\/sites\/312\/small_peter_gray.png\" width=\"90\"><\/strong>\n<\/p>\n<p>\n\tEach country has been positioned relative to other countries through a score on each\u00a0dimension.\u00a0This tool will help you to prepare yourself before mobility. It will give you\u00a0insights about your \u201cown culture\u201d in comparison to your host culture.\n<\/p>\n<p>\n\t<a href=\"https:\/\/www.hofstede-insights.com\/product\/compare-countries\/\" style=\"font-family: arial, helvetica, sans-serif\">Compare countries<\/a>\n<\/p>\n<p>\n\t\u00a0\n<\/p>\n<p>\n\t\u00a0\n<\/p>\n<p>\n\t<\/p><\/div>\n        <\/div>\n        <\/div>\n    <\/div>\n\n<p>\n\t<\/p><div class=\"accordion mb-3\">\n        <div class=\"accordion-item accordion-item--white\">\n        <h2 class=\"accordion-header\" id=\"accordion-69e053699a4bc-heading\">\n            <button class=\"accordion-button collapsed\" type=\"button\" data-bs-toggle=\"collapse\" data-bs-target=\"#accordion-69e053699a4bc-collapse\" aria-expanded=\"true\" aria-controls=\"accordion-69e053699a4bc-collapse\">Power distance<\/button>\n        <\/h2>\n        <div id=\"accordion-69e053699a4bc-collapse\" class=\"accordion-collapse collapse\" aria-labelledby=\"accordion-69e053699a4bc-heading\">\n            <div class=\"accordion-body\">\n\n<p>\n\tThis dimension indicates how people deal with differences in power and human inequality.\n<\/p>\n<p>\n\t\u00a0<strong>What is characteristic to the culture with high power distance?<\/strong>\n<\/p>\n<p>\n\tHigh power distance means that people have less problems in accepting inequality, social status and hierarchy. People are (relatively) dependent on the power holder. This could result in subordinates not taking own initiative, but rather wait for the boss to give instructions. There is also relatively little real empowerment. Hierarchy is existential \u2013 it\u2019s there, and that\u2019s good and normal. Typically there are privileges for the people in power. Personal privileges and favors are counted on and accepted. Countries with cultures that have high power distance are: China, Mexico, France, Belgium, The Arab World.\n<\/p>\n<p>\n\t\u00a0<img loading=\"lazy\" decoding=\"async\" height=\"120\" src=\"\/wp-content\/uploads\/sites\/312\/medium_high_power_distance.jpg\" width=\"120\">\n<\/p>\n<p>\n\t<strong>How high power distance appears in education?<\/strong>\n<\/p>\n<ul>\n<li>\n\t\tTeachers have high prestige. What they say should be accepted, so students tend not to discuss or question what they are taught.\n\t<\/li>\n<li>\n\t\tTeachers are treated with respect (and older teachers even more than younger teachers).\n\t<\/li>\n<li>\n\t\tThe educational process is teacher centered.\n\t<\/li>\n<li>\n\t\tIn the classroom there is supposed to be a strict order, with the teacher initiating all communication. Students in class speak up only when invited.\n\t<\/li>\n<li>\n\t\tTeachers are never publicly contradicted or criticized and are treated with defense even outside school.\n\t<\/li>\n<li>\n\t\tWhen a student misbehaves, teachers involve parents\u00a0 and expect them to help in disciplining the student.\n\t<\/li>\n<li>\n\t\tTeachers are a gurus who transfer personal wisdom.\n\t<\/li>\n<li>\n\t\tQuality of learning depends on excellence of teachers.\n\t<\/li>\n<li>\n\t\tHigh expectations on benefits of technology.\n\t<\/li>\n<\/ul>\n<p>\n\t\u00a0<strong>What is characteristic to the culture with low power distance?<\/strong>\n<\/p>\n<p>\n\t<img loading=\"lazy\" decoding=\"async\" height=\"156\" src=\"\/wp-content\/uploads\/sites\/312\/low_power_distance.jpg\" width=\"168\">\n<\/p>\n<p>\n\tLow power distance means that people prefer more democratic behaviour, and inequality is kept to minimum if possible.<strong> <\/strong>\u00a0People are (relatively) independent of the power holder (parents, teacher, boss, etc).\u00a0 When there are, so called, hierarchical layers, there must be a good reason for this. Putting a management layer, or manager in place just like that, will not easily be accepted. Equality is the key \u2013 \u201cif you are allowed to do this, then I\u2019m allowed to do the same as well\u201d. In this culture people accept open door policy \u2013 this could literally mean that the door of the manager is open, or that the relationships in the organization are not formal. Countries with low power distance cultures are Austria, Denmark, Sweden, Finland, UK, Norway.\n<\/p>\n<p>\n\t\u00a0<strong>How low power distance appears in education?<\/strong>\n<\/p>\n<ul>\n<li>\n\t\tTeachers are supposed to treat their students as equals and expect to be treated as equals by the students.\n\t<\/li>\n<li>\n\t\tThe education process is student centered, with a premium on student initiative.\n\t<\/li>\n<li>\n\t\tStudents argue with teachers, express disagreement and criticisms in front of teachers.\n\t<\/li>\n<li>\n\t\tStudents are supposed to ask questions when they do not understand something\n\t<\/li>\n<li>\n\t\tThe entire system is based on\u00a0 the student\u2019s well developed need for independence.\n\t<\/li>\n<li>\n\t\tThe quality of learning depends on two-way communication and excellence of students.\n\t<\/li>\n<li>\n\t\tModest expectations on benefits of technology.\u00a0\u00a0 \u00a0\n\t<\/li>\n<\/ul>\n<p>\n\t<strong>Key differences between high and low power distance in the workplace<\/strong><strong>\u00a0<\/strong>\n<\/p>\n<table class=\"table table-hover\" border=\"1\" cellpadding=\"0\" cellspacing=\"0\">\n<tbody>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\t<strong>High power distance<\/strong>\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\t<strong>Low power distance<\/strong>\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tCentralized decision structures, more concentration on authority\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tDecentralized decision structures, less concentration on authority\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tTall organization pyramids\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tFlat organization pyramids\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tLarge proportion of supervisory personnel\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tSmall proportion of supervisory personnel\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tThe ideal boss is a well-meaning autocrat or good father, sees self as decision maker\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tThe ideal boss is a resourceful democrat, sees self as practical, orderly, and relying on support\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tManagers rely on formal rules\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tManagers rely on personal experience and on subordinates\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tSubordinates expect to be told\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tSubordinates expect to be consulted\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tInnovations need good support from hierarchy\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tInnovations need good champions\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tPrivileges and status symbols for managers are expected and popular\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tPrivileges and status symbols for managers are frowned upon\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tWide salary range between top and bottom of organization\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tNarrow salary range between top and bottom of organization\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tFrequent role ambiguity and overload\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tPossibilities to escape from role ambiguity and overload\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tInformation constrained by hierarchy\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tOpenness with information\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>\n\tSource: Hofstede, G. (2001). Culture\u2019s consequences: comparing values, behaviors, institutions and organizations across nations, 107-108.<br><\/p><\/div>\n        <\/div>\n        <\/div>\n    <\/div>\n\n<p>\n\t<\/p><div class=\"accordion mb-3\">\n        <div class=\"accordion-item accordion-item--white\">\n        <h2 class=\"accordion-header\" id=\"accordion-69e053699a4c9-heading\">\n            <button class=\"accordion-button collapsed\" type=\"button\" data-bs-toggle=\"collapse\" data-bs-target=\"#accordion-69e053699a4c9-collapse\" aria-expanded=\"true\" aria-controls=\"accordion-69e053699a4c9-collapse\">Uncertainty avoidance<\/button>\n        <\/h2>\n        <div id=\"accordion-69e053699a4c9-collapse\" class=\"accordion-collapse collapse\" aria-labelledby=\"accordion-69e053699a4c9-heading\">\n            <div class=\"accordion-body\">\n\n<p>\n\tThis dimension indicates how people confront with unknown and unexpected events and life changes. It shows the\u00a0extent to which a culture programs its members to feel either uncomfortable or comfortable in unstructured situations. Unstructured situations are novel, unknown, surprising, and different from usual.\n<\/p>\n<p>\n\t\u00a0<strong>What is characteristic to the culture with high level of uncertainty avoidance?<\/strong>\n<\/p>\n<p>\n\t<img loading=\"lazy\" decoding=\"async\" height=\"180\" src=\"\/wp-content\/uploads\/sites\/312\/large_uncertainty_avoidance.jpg\" width=\"180\">\u00a0\n<\/p>\n<p>\n\tUncertainty avoiding cultures try to minimize the possibility of unstructured situations by strict laws and rules, safety and security measures. For example, in Germany there is a reasonable high uncertainty avoidance (65). Germans are not to keen on uncertainty, by planning everything carefully they try to avoid the uncertainty. This is a society that relies on rules, laws and regulations. Germany wants to reduce its risks to the minimum and proceed with changes step by step. Countries with high scores of uncertainty avoidance are also: Greece, Portugal, Japan, France, Austria.\n<\/p>\n<p>\n\t\u00a0<strong>How high <\/strong><strong>level of uncertainty avoidance appears <\/strong><strong>in education<\/strong><strong>?<\/strong>\n<\/p>\n<ul>\n<li>\n\t\tBoth teachers and students favor structured learning situations with precise objectives, detailed assignments and strict timetables.\n\t<\/li>\n<li>\n\t\tTeachers are expected to know all answers.\n\t<\/li>\n<li>\n\t\tTeachers who use cryptic academic language are respected.\n\t<\/li>\n<li>\n\t\tIntellectual disagreement in academic mattes is interpreted as personal disloyalty.\n\t<\/li>\n<li>\n\t\tStudents attribute achievement to effort and luck.\n\t<\/li>\n<li>\n\t\tTraditional role models for female students.\n\t<\/li>\n<\/ul>\n<p>\n\t\u00a0<strong>What is characteristic to the culture with low level of uncertainty avoidance?<\/strong>\n<\/p>\n<p>\n\tIn cultures with low level of uncertainty avoidance, uncertainty is accepted as natural. There will be a positive attitude towards flexibility, chaos and differences. In class situations this translates into pragmatism. The teacher can publicly admit not knowing all the answers without losing status or prestige. Students can handle new and informal teaching methods with greater ease. Countries with low scores are: UK, Denmark, Sweden, Ireland.\n<\/p>\n<p>\n\t\u00a0<strong>How low <\/strong><strong>level of uncertainty avoidance appears <\/strong><strong>in education<\/strong><strong>?<\/strong>\n<\/p>\n<ul>\n<li>\n\t\tStudents expect open-ended learning situations with broad assignments, good discussions, and no timetables at all.\n\t<\/li>\n<li>\n\t\tStudents expect to be rewarded for originality.\n\t<\/li>\n<li>\n\t\tTeachers may say: \u201eI do not know.\u201c\n\t<\/li>\n<li>\n\t\tStudents learn that truth may be relative.\n\t<\/li>\n<li>\n\t\tStudents attribute achievements to own ability.\n\t<\/li>\n<li>\n\t\tDialect speech is positively valued.\n\t<\/li>\n<li>\n\t\tIndependence for female students is important.\n\t<\/li>\n<\/ul>\n<p>\n\t<strong>Key differences between high and low uncertainty avoidance in the workplace<\/strong>\n<\/p>\n<table class=\"table table-hover\" border=\"1\" cellpadding=\"0\" cellspacing=\"0\">\n<tbody>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\t<strong>High uncertainty avoidance<\/strong>\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\t<strong>Low uncertainty avoidance<\/strong>\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tConservatism, law and order. Only known risks are taken.\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tOpenness to change and innovation. Willingness to take unknown risks.\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tWhat is different is dangerous. Xenophobia.\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tWhat is different, is curious. Tolerance of diversity.\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tFear of failure. Preference for tasks with sure outcomes, no risks and following instructions.\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tHope of success. Preference for tasks with uncertain outcomes, calculated risks and requiring problem solving.\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tStrong loyalty to employer, long average duration of employment\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tWeak loyalty to employer, short average duration of employment\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tPreference for larger organizations but at the same time much self-employment\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tPreference for smaller organizations but little self-employment\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tStrong appeal of technological solutions.\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tSkepticism toward technological solutions\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tInnovators feel constrained by rules\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tInnovators feel independent by rules\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tTop managers involved in operations\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tTop managers involved in strategy\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tAppeal of hierarchical control role.\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tAppeal of transformational control role.\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tFew new trademarks granted\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tMany new trademarks granted\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tInnovations resisted but, if accepted, applied consistently\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tInnovations welcomed but not necessarily taken seriously\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tPrecision and punctuality come naturally\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tPrecision and punctuality\u00a0 have to be learned and managed\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tTask orientation\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tRelationship orientation\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tFlexible working hours popular\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tFlexible working hours not appealing\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tBelief in specialists and expertise\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tBelief in generalists and common sense\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>\n\tSource: Hofstede, G. (2001). Culture\u2019s consequences: comparing values, behaviors, institutions and organizations across nations, 169 -170.\n<\/p>\n<p>\n\t<\/p><\/div>\n        <\/div>\n        <\/div>\n    <\/div>\n\n<p>\n\t<\/p><div class=\"accordion mb-3\">\n        <div class=\"accordion-item accordion-item--white\">\n        <h2 class=\"accordion-header\" id=\"accordion-69e053699a4d5-heading\">\n            <button class=\"accordion-button collapsed\" type=\"button\" data-bs-toggle=\"collapse\" data-bs-target=\"#accordion-69e053699a4d5-collapse\" aria-expanded=\"true\" aria-controls=\"accordion-69e053699a4d5-collapse\">Individualism vs collectivism<\/button>\n        <\/h2>\n        <div id=\"accordion-69e053699a4d5-collapse\" class=\"accordion-collapse collapse\" aria-labelledby=\"accordion-69e053699a4d5-heading\">\n            <div class=\"accordion-body\">\n\n<p>\n\tThis dimension demonstrates the degree to which people in a society are integrated into groups.\n<\/p>\n<p>\n\t\u00a0<strong>What is characteristic to the individualistic culture?<\/strong>\n<\/p>\n<p>\n\t<strong><img loading=\"lazy\" decoding=\"async\" height=\"180\" src=\"\/wp-content\/uploads\/sites\/312\/large_individualism.jpg\" width=\"180\">\u00a0<\/strong>\n<\/p>\n<p>\n\tIndividualistic cultures are those that stress the needs of the individual over the needs of the group as a whole. In this type of culture, people are seen as independent and autonomous. Social behavior tends to be dictated by the attitudes and preferences of individuals. Cultures in North America and Western Europe tend to be individualistic. High individualism scores are for example in UK, Netherlands, Ireland, Belgium, Denmark.\n<\/p>\n<p>\n\t\u00a0<strong>How individualism <\/strong><strong>appears <\/strong><strong>in education<\/strong><strong>?<\/strong>\n<\/p>\n<ul>\n<li>\n\t\tIndividual initiatives of students expected and respected\n\t<\/li>\n<li>\n\t\tPurpose of education is learning how to learn\n\t<\/li>\n<li>\n\t\tStudents associate according to tasks and current needs\n\t<\/li>\n<li>\n\t\tLearning is seen as life-long process\n\t<\/li>\n<li>\n\t\tStudents selves to be respected\n\t<\/li>\n<li>\n\t\tStudents expected to speak up in class or large groups\n\t<\/li>\n<li>\n\t\tStudents self-esteem good for academic performance\n\t<\/li>\n<li>\n\t\tDiplomas increase economic worth and self-respect.\n\t<\/li>\n<\/ul>\n<p>\n\t<strong>What is characteristic to the collectivist culture?<\/strong>\n<\/p>\n<p>\n\t<strong><img loading=\"lazy\" decoding=\"async\" height=\"180\" src=\"\/wp-content\/uploads\/sites\/312\/large_collectivism.jpg\" width=\"180\"><\/strong>\n<\/p>\n<p>\n\tPeople from a collectivist culture place more value on the interests of the group they belong to, than on the interests of individual. They derive their personal identity from the group (family, village, work unit, student group etc.). They think in terms if \u201ewe\u201c and give priority to good relationships.\u00a0 This will be their first concern in the classroom as well. Diplomas and degrees are important because they make it easier for a person to increase their social status. Collectivist cultures outnumber individualistic ones, particularly in Asia and Africa, the cultures with specially high scores in collectivism are: Guatemala, China, Venezuela, Pakistan.\n<\/p>\n<p>\n\t<strong>How collectivist culture<\/strong><strong> appears <\/strong><strong>in education<\/strong><strong>?<\/strong>\n<\/p>\n<ul>\n<li>\n\t\tTeachers deal with students as a group\n\t<\/li>\n<li>\n\t\tPupils individual initiatives discouraged\n\t<\/li>\n<li>\n\t\tPurpose of education is learning how to do\n\t<\/li>\n<li>\n\t\tLearning is seen as one-time process, reserved for the young only\n\t<\/li>\n<li>\n\t\tStudents associate according to preexisting in-group ties\n\t<\/li>\n<li>\n\t\tHarmony in class: confrontations to be avoided\n\t<\/li>\n<li>\n\t\tStudents will not speak up in class or large groups\n\t<\/li>\n<li>\n\t\tStudents aggressive behaviour bad for academic performance\n\t<\/li>\n<li>\n\t\tDiplomas provide entry to higher-status groups.\n\t<\/li>\n<\/ul>\n<p>\n\t<strong>Key differences between collectivist and individualist culture in the workplace<\/strong>\n<\/p>\n<table class=\"table table-hover\" border=\"1\" cellpadding=\"0\" cellspacing=\"0\">\n<tbody>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\t<strong>Collectivist <\/strong>\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\t<strong>Individualist<\/strong>\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tHiring and promotion decisions take employees in-group account\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tHiring and promotion decisions should be based on skills and rules only\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tRelatives of employer and employees preferred in hiring\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tFamily relationships seen as a disadvantage in hiring\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tEmployee commitment to organization low\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tEmployee commitment to organization high\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tEmployees perform best in groups\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tEmployees perform best as individuals\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tTraining most effective when focused at group level\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tTraining most effective when focused at individual level\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tRelationships with colleagues cooperative for in-group members, hostile for out-group\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tRelationships with colleagues do not depend on their group identity\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tIn business, personal relationships prevail over task and company\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tIn business, task and company\u00a0 prevail over personal relationships\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tBelief in collective decisions\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tBelief in individual decisions\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tInnovations within existing networks\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tInnovations outside existing networks\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tEmployees and managers report teamwork\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tEmployees and managers report working individually\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tLess control over job and working conditions; fewer hours worked\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tMore control over job and working conditions;\u00a0 longer hours worked\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tLess social mobility across occupations\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tGreater social mobility across occupations\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>\n\tSource: Hofstede, G. (2001). Culture\u2019s consequences: comparing values, behaviors, institutions and organizations across nations, 244.\n<\/p>\n<p>\n\t<\/p><\/div>\n        <\/div>\n        <\/div>\n    <\/div>\n\n<p>\n\t<\/p><div class=\"accordion mb-3\">\n        <div class=\"accordion-item accordion-item--white\">\n        <h2 class=\"accordion-header\" id=\"accordion-69e053699a4e3-heading\">\n            <button class=\"accordion-button collapsed\" type=\"button\" data-bs-toggle=\"collapse\" data-bs-target=\"#accordion-69e053699a4e3-collapse\" aria-expanded=\"true\" aria-controls=\"accordion-69e053699a4e3-collapse\">Masculinity vs feminity<\/button>\n        <\/h2>\n        <div id=\"accordion-69e053699a4e3-collapse\" class=\"accordion-collapse collapse\" aria-labelledby=\"accordion-69e053699a4e3-heading\">\n            <div class=\"accordion-body\">\n\n<p>\n\tCultures can be also classified according to the way social roles are assigned.\n<\/p>\n<p>\n\t\u00a0<strong>What is characteristic to the masculine culture ?<\/strong>\n<\/p>\n<p>\n\t<img loading=\"lazy\" decoding=\"async\" height=\"180\" src=\"\/wp-content\/uploads\/sites\/312\/large_masculinity.jpg\" width=\"180\">\n<\/p>\n<p>\n\t\u00a0If more value is given to role patterns ordinarily associated with men, the culture is masculine. For example, competition and ambition are considered to be masculine traits. In education people from masculine cultures will strive for recognition, good grades and are not afraid to fight for what they want. The cultures of Japan, Italy, Hungary, Slovakia are with high masculine index.\n<\/p>\n<p>\n\t<strong>How masculine culture<\/strong><strong> appears <\/strong><strong>in education<\/strong><strong>?<\/strong>\n<\/p>\n<ul>\n<li>\n\t\tStudents\u2019 performance is important\n\t<\/li>\n<li>\n\t\tStudents try to make themselves visible in class and compete in terms of academic achievement\n\t<\/li>\n<li>\n\t\tCompetitive sports play an important role in curriculum\n\t<\/li>\n<li>\n\t\tPublic praise to reward good students\n\t<\/li>\n<li>\n\t\tBest student is a norm\n\t<\/li>\n<li>\n\t\tFailing in school is a disaster\n\t<\/li>\n<li>\n\t\tJob (and curriculum) choices by students are strongly guided by perceived career expectations\n\t<\/li>\n<li>\n\t\tYoung children taught by women only\n\t<\/li>\n<li>\n\t\tBoys and girls study different subjects\n\t<\/li>\n<li>\n\t\tLarge difference in perceptual ability: boys analytic, girls contextual.\n\t<\/li>\n<\/ul>\n<p>\n\t<strong>What is characteristic to the feminine culture ?<\/strong>\n<\/p>\n<p>\n\t<img loading=\"lazy\" decoding=\"async\" height=\"180\" src=\"\/wp-content\/uploads\/sites\/312\/large_feminine_culture.png\" width=\"180\">\n<\/p>\n<p>\n\tModesty\u00a0 and caring are seen as feminine values. People from more feminine cultures tend to seek harmony, consensus, compromises and equality. At the feminine end of the scale are Scandinavian countries, the Netherlands.\u00a0\n<\/p>\n<p>\n\t<strong>How feminine culture<\/strong><strong> appears <\/strong><strong>in education<\/strong><strong>?<\/strong>\n<\/p>\n<ul>\n<li>\n\t\tStudents\u2019 social adaptation is important\n\t<\/li>\n<li>\n\t\tExcellence is something one keeps to oneself, being over-ambitious is not encouraged\n\t<\/li>\n<li>\n\t\tCompetitive sports are extracurricular and not part of the school\u2019s main activities\u00a0\n\t<\/li>\n<li>\n\t\tPublic praise to encourage weak students\n\t<\/li>\n<li>\n\t\tAverage student is a norm\n\t<\/li>\n<li>\n\t\tFailing in school is a relatively minor incident\n\t<\/li>\n<li>\n\t\tJob (and curriculum) choices by students are guided by intrinsic interest\n\t<\/li>\n<li>\n\t\tYoung children taught by men and women\n\t<\/li>\n<li>\n\t\tBoys and girls study same subjects\n\t<\/li>\n<li>\n\t\tSmall gender difference in perceptual abilities.\n\t<\/li>\n<\/ul>\n<p>\n\t<strong>Key differences between feminine and masculine societies: the workplace<\/strong>\n<\/p>\n<table class=\"table table-hover\" border=\"1\" cellpadding=\"0\" cellspacing=\"0\">\n<tbody>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\t<strong>Feminine<\/strong>\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\t<strong>Masculine<\/strong>\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tWork in order to live. Meaning of work for workers: relations and working conditions\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tLive in order to work. Meaning of work for workers: security and pay\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tStress on equality, solidarity and quality of work life\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tStress on equity, mutual competition and performance\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tManagers expected to use intuition, deal with feelings, and seek consensus\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tManagers expected to be decisive, firm, assertive, aggressive, competitive\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tSuccessful managers seen as having both male and female characteristics\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tSuccessful managers seen as having solely male characteristics\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tMore women in management, smaller wage gap between genders\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tFewer women in management, larger wage gap between genders\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tWomen choose female boss\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tWomen choose male boss\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tCareer ambitions are optional for both men and women\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tCareer ambitions are compulsory for men, optional for women\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tWomen in management take having families for granted and adapt their careers\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tWomen in management take having career for granted and adapt their families\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tJob applicants undersell themselves\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tJob applicants oversell themselves\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tResolution of conflicts through problem solving, compromise and negotiation\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tResolution of conflicts through denying them or fighting until the best \u201eman\u201c wins\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tMore sickness absence\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tLess sickness absence\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tLower job stress: fewer burnout symptoms among employees\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tHigher job stress: more burnout symptoms among employees\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tPreference for smaller companies\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tPreference for larger companies\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tPreference for fewer hours worked\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tPreference for higher pay\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>\n\tSource: Hofstede, G. (2001). Culture\u2019s consequences: comparing values, behaviors, institutions and organizations across nations, 318.\n<\/p>\n<p>\n\t<\/p><\/div>\n        <\/div>\n        <\/div>\n    <\/div>\n\n<p>\n\t<\/p><div class=\"accordion mb-3\">\n        <div class=\"accordion-item accordion-item--white\">\n        <h2 class=\"accordion-header\" id=\"accordion-69e053699a4ec-heading\">\n            <button class=\"accordion-button collapsed\" type=\"button\" data-bs-toggle=\"collapse\" data-bs-target=\"#accordion-69e053699a4ec-collapse\" aria-expanded=\"true\" aria-controls=\"accordion-69e053699a4ec-collapse\">Long-term vs short-term orientation<\/button>\n        <\/h2>\n        <div id=\"accordion-69e053699a4ec-collapse\" class=\"accordion-collapse collapse\" aria-labelledby=\"accordion-69e053699a4ec-heading\">\n            <div class=\"accordion-body\">\n\n<p>\n\tThis dimension indicates the extent to which society prefers a pragmatic, more future-oriented perspective over a historical and short-term perspective.\n<\/p>\n<p>\n\t\u00a0<strong>What is characteristic to the culture of long term orientation?<\/strong>\n<\/p>\n<p>\n\t<img loading=\"lazy\" decoding=\"async\" height=\"180\" src=\"\/wp-content\/uploads\/sites\/312\/large_short-term-long-term.jpg\" width=\"180\">\n<\/p>\n<p>\n\tLong-term orientation stands for the fostering in a society of pragmatic virtues oriented to future rewards, in particular perseverance, thrift, and adapting to changing circumstances.<strong> <\/strong>Efforts and good coping at school are an investment for future to get a good job, be successful, healthy and happy. Cultures with long term orientation are: Japan, South-Korea, Germany, Belgium, Estonia.\n<\/p>\n<p>\n\t\u00a0<strong>How long term orientation<\/strong><strong> appears <\/strong><strong>in education<\/strong><strong>?<\/strong>\n<\/p>\n<ul>\n<li>\n\t\tInterest in the distant future, pragmatism, innovation.\n\t<\/li>\n<li>\n\t\tReadiness to get \u201creward\u201d for the effort in the future.\n\t<\/li>\n<li>\n\t\tStudents are more persistent in their activities.\n\t<\/li>\n<li>\n\t\tStudents perform well at problem solving tests (PISA etc)\n\t<\/li>\n<\/ul>\n<p>\n\t<strong>What is characteristic to the culture of short term orientation?<\/strong>\n<\/p>\n<p>\n\tShort term orientation, stands for the fostering in a society of virtues related to the past and the present, such as national pride, respect for tradition, preservation of <em>face<\/em>, and fulfilling social obligations.The main focus is on today\u2019s relationships and activities, an excessive respect for tradition, lack the tendency to save for the future, and focus on quick results. Cultures with short term orientation are: Egypt, Lebanon, Ghana, Syria, etc.\n<\/p>\n<p>\n\t\u00a0<strong>How short term orientation<\/strong><strong> appears <\/strong><strong>in education<\/strong><strong>?<\/strong>\n<\/p>\n<ul>\n<li>\n\t\tStudents care more about immediate gratification\/reward than long-term fulfillment\n\t<\/li>\n<li>\n\t\tLearning is more often seen as a one-time process which occurs mainly in the classroom, and studying out-of-class is neglected\n\t<\/li>\n<li>\n\t\tInterest in the past, present \/ nearest future\n\t<\/li>\n<li>\n\t\tStudents are more inconsistent in their activities and easily discarded.\n\t<\/li>\n<\/ul>\n<p>\n\t<strong>Key differences between short term and long term orientation in social life and workplace<\/strong>\n<\/p>\n<table class=\"table table-hover\" border=\"1\" cellpadding=\"0\" cellspacing=\"0\">\n<tbody>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\t<strong>Short term orientation<\/strong>\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\t<strong>Long term orientation<\/strong>\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tQuick results expected, in business \u2013 short time results\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tPersistence, in business \u2013 building relationships and market position\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tMeritocracy: economic and social life to be ordered by abilities\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tPeople should live more equally\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tPersonal steadiness and stability\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tPersonal adaptability\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tRespect for traditions\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tAdaptation of traditions to new circumstances\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tLeisure time is important\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tLeisure time is not important\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tMost important events in life occur in past or in present\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tMost important events in life will occur in future\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tSmall share of additional income saved\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tLarge share of additional income saved\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tInvestment in mutual funds\n\t\t\t\t<\/p>\n<\/td>\n<td valign=\"top\">\n<p>\n\t\t\t\t\tInvestment in real estate\n\t\t\t\t<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>\n\tSource: Hofstede, G. (2001). Culture\u2019s consequences: comparing values, behaviors, institutions and organizations across nations, 360 \u2013 366.\u00a0\n<\/p>\n<p>\n\t<\/p><\/div>\n        <\/div>\n        <\/div>\n    <\/div>\n\n<p>\n\t<\/p><div class=\"accordion mb-3\">\n        <div class=\"accordion-item accordion-item--white\">\n        <h2 class=\"accordion-header\" id=\"accordion-69e053699a4f0-heading\">\n            <button class=\"accordion-button collapsed\" type=\"button\" data-bs-toggle=\"collapse\" data-bs-target=\"#accordion-69e053699a4f0-collapse\" aria-expanded=\"true\" aria-controls=\"accordion-69e053699a4f0-collapse\">Quiz for self-assessment<\/button>\n        <\/h2>\n        <div id=\"accordion-69e053699a4f0-collapse\" class=\"accordion-collapse collapse\" aria-labelledby=\"accordion-69e053699a4f0-heading\">\n            <div class=\"accordion-body\">\n\n<p>\n\t<a href=\"https:\/\/sisu.ut.ee\/mobvet\/node\/21655\" target=\"_blank\" rel=\"noopener\">Open Quiz<\/a>\n<\/p>\n<p>\n\t<\/p><\/div>\n        <\/div>\n        <\/div>\n    <\/div>\n","protected":false},"excerpt":{"rendered":"<p>What is culture? \u00a0 We all have cultural values, ways of communicating, customs, different attitudes to time management, eating and dressing habits. The aim of this topic is to explore and understand how cultural values might underlie different patterns of &#8230;<\/p>\n","protected":false},"author":168,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"class_list":["post-111","page","type-page","status-publish","hentry"],"acf":[],"_links":{"self":[{"href":"https:\/\/sisu.ut.ee\/mobvet\/wp-json\/wp\/v2\/pages\/111","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/sisu.ut.ee\/mobvet\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/sisu.ut.ee\/mobvet\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/sisu.ut.ee\/mobvet\/wp-json\/wp\/v2\/users\/168"}],"replies":[{"embeddable":true,"href":"https:\/\/sisu.ut.ee\/mobvet\/wp-json\/wp\/v2\/comments?post=111"}],"version-history":[{"count":1,"href":"https:\/\/sisu.ut.ee\/mobvet\/wp-json\/wp\/v2\/pages\/111\/revisions"}],"predecessor-version":[{"id":617,"href":"https:\/\/sisu.ut.ee\/mobvet\/wp-json\/wp\/v2\/pages\/111\/revisions\/617"}],"wp:attachment":[{"href":"https:\/\/sisu.ut.ee\/mobvet\/wp-json\/wp\/v2\/media?parent=111"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}